Where to Begin with Leadership Development in Times of Change

When it comes to business, people, and disruption, there is never a shortage of needs for leadership development. But in a sea of opportunities, where does one even start?

I always suggest beginning with an honest conversation about current conditions:

• What’s driving change in our business right now? What are the long-term issues we face?

• Who are we today—and who do we want to be in the face of change?

• What performance improvements will help us meet these challenges?

• What barriers, known or unknown, are holding us back?

From there, working with a professional coach (distinct from a consultant or advisor) helps uncover blind spots and shape both immediate and long-term strategies. There’s never a single “best” solution, but these three focus areas consistently strengthen both individuals and systems:

1. Courage Begins at the Top

With the pace of change, courage is non-negotiable. It’s not enough to say, “we want change in our business” without changing the people. Systemic change always means (drum roll)…leaders included. Just like a relationship stuck in old patterns, a business only transforms when mindsets shift, accountability is embraced, and new possibilities are awakened. And it always starts at the top.

2. Build Bench Strength

Strong benches create strong futures. Developing leaders from within a system—and within themselves—is one of the smartest ways to fill critical gaps and minimize momentum loss when the business game changes.

Stretch assignments, titrated capacity building, peer exchanges, coaching and cross-functional teaming keep energy flowing as leaders move up or out. A weak bench, on the other hand, guarantees recurring challenges and stalled progress.

3. Make Room for Mistakes

One of the gifts of coaching across industries is noticing common patterns. One trend I see often: leaders striving to always be “the expert”, acquiring one more cert or chasing the next level of promotion.

Here’s the truth: even if you are the expert, no job is ever fully safe. 

Expertise alone doesn’t anchor us in a world of disruption and innovation. What does? Leaders willing to take risks, to try, to fail, and to learn. Through coaching, leaders often discover that mistakes aren’t liabilities—they’re assets. Innovation thrives on trial and error. One of my favorite examples: the creation of 3M Post-it Notes, born out of a so-called “failure.”

Bringing It All Together

As you consider leadership development for your team and organization, be clear about what it means for your business at each stage of growth. A coach can help you operationalize leadership development by building action-based strategies that improve awareness, sharpen decision-making, and expand vision—while equipping leaders to navigate challenges and setbacks with courage.

If you’d like to explore what this could look like for your team, reach out to us at info@capeeshconsulting.com. We’d love to start the conversation.